Capital Projects & Infrastructure However, thorough research, communication, and preparation through the use technologies and resources like Most executives and their employees dread corporate reorganizations, as we can personally attest. Key people in the organization must advocate the change. Despite the fact that a large number of people were losing their jobs, most people in the organization got to understand why the change was happening and got behind it.” Transparency, yes, but about what leads up to a company’s need to restructure, not celebrating the benefits of doing so.If your company isn’t already having quarterly all-staff meetings about its fiscal health, now is the time to start, whether you see layoffs coming down the road or not. Analytics
Such openness from the beginning is a risk and won’t work in every reorg. resources
We'll email you when new articles are published on this topic. Many cases of restructuring involve downsizing. Healthcare Systems & Services
If an employee asks “are we restructuring or going to lay off staff?” (and you know that you might have to in the future), be honest. If you have a junior person in one department who needs to speak to another department to get something done, he or she should be able to contact the relevant person directly, rather than go through his manager, director, then vice president, then down again, until six bounces later they get to the right person. Leaders can minimize that anxiety by stating in plain language what they know now, what will come later, and when it will come. The board needs to understand the design and what you are forecasting the outcome will be. In this article—based on the new book success stories Andreatta explains that there are three categories of people who take part in the workplace change journey. However, relying on a small team of smart folks to design the details is even more hazardous. Nothing their leader has said counters the negative impressions they formed at the water cooler. Strategy & Corporate Finance
But it also has its advantages.When employing a restructuring communication plan, it’s better to focus on the fiscal health of your company and not the outsourcing. Transformation So, in addition to the usual approach of developing question-and-answer briefings and cascading information down the organization through managers, direct communications are essential. Improving your odds of success for large scale change programsHelping you embed technology where it unlocks the most value for your organizationEnabling your people to accelerate and sustain the changePractical resources to help leaders navigate to the next normal: guides, tools, checklists, interviews and moreOur mission is to help leaders in multiple sectors develop a deeper understanding of the global economy.Our flagship business publication has been defining and informing the senior-management agenda since 1964.Practical resources to help leaders navigate to the next normal: guides, tools, checklists, interviews and moreLearn what it means for you, and meet the people who create it
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What will happen when? Diversity
You should keep communicating, even things people have heard already, so they know that you mean it. Research shows that employees anxious about their jobs have significantly worse physical and mental health than do those in secure work: one study, published in 2012, of unemployed workers in South Michigan reported almost half experiencing minor to major depression.